Performance Evaluation Policy Macon County

Performance Appraisal is a process... Not a form or document

Purpose of Performance Evaluations Provide feedback to employees about their performance Provide feedback to employees about their performance Recognize employees for excellence in job performance Recognize employees for excellence in job performance Encourage and improve communication between employees and supervisor Encourage and improve communication between employees and supervisor Provide Employees with specific and clear direction on what they must do in order to effectively perform the job Provide Employees with specific and clear direction on what they must do in order to effectively perform the job Provide systematic information for future personnel actions such as promotional, etc. Provide systematic information for future personnel actions such as promotional, etc.

Other benefits of Performance Evaluations Motivating superior performance Motivating superior performance Counseling poor performance Counseling poor performance Encouraging coaching and mentoring Encouraging coaching and mentoring Confirming that good hiring decisions are being made Confirming that good hiring decisions are being made Providing legal defensibility for personnel decisions Providing legal defensibility for personnel decisions Improving overall organization performance Improving overall organization performance

Why Performance Evaluations don’t always work as well as they should: Bad News Bad News Adverse Impact Adverse Impact Personal Reflection Personal Reflection EEO Terror EEO Terror

Elements of an Effective System Support Support Motivation Motivation Communication Communication Collaboration Collaboration Fair treatment Fair treatment Documentation Documentation Formality Formality Accountability Accountability Consistent with organizations core values and purpose Consistent with organizations core values and purpose

YOUR ROLE : Bridge Bridge Attitude is key to success Attitude is key to success Provide necessary resources Provide necessary resources Provide meaningful feedback Provide meaningful feedback Provide recognition Provide recognition Provide opportunity for growth Provide opportunity for growth Listen Listen

Where to Begin: Communicate the expectations Communicate the expectations Observe and document performance all year. Observe and document performance all year. Give warnings and counseling when needed—don’t wait Give warnings and counseling when needed—don’t wait

Avoiding Potential Pitfalls State facts – not conclusions State facts – not conclusions Avoid using vague language Avoid using vague language Be specific Be specific Focus on behavior and actions—not personalities Focus on behavior and actions—not personalities

Diligent Documentation Create a paper trail Create a paper trail –Concrete and specific, include dates, times, places, names, etc. –Accurate and not exaggerated –Focus on behavior, performance, conduct, and productivity –Job related –Document noteworthy events Provide on-going feedback- no surprises Provide on-going feedback- no surprises Keep Criticism Constructive Keep Criticism Constructive –Follow consistent pattern –Get employee input –Keep cool and stick to the facts

NOTE: Don’t put anything in writing that you would not want to be read aloud in a public courtroom.

Assessing Performance Points to consider Points to consider –Has the employee met the requirements –How do you know this –What is the supporting evidence –How can the employee do better Consider possible reasons for poor performance Consider possible reasons for poor performance –Did employee receive adequate performance –Does the employee have the skills to perform the job –Did the employee understand the expectations

Common Appraisal Errors The Recency Error The Recency Error The Similar-to-Me Error The Similar-to-Me Error The Different-From-Me Error The Different-From-Me Error The Primary Error The Primary Error The Halo Effect The Halo Effect The Contrast Error The Contrast Error The Leniency or Strictness Error The Leniency or Strictness Error Central Tendency Error Central Tendency Error Status Effect Status Effect